STRATEGIC PLAN - ASPE - U.S. Department of Health and Human ...
STRATEGIC PLAN - ASPE - U.S. Department of Health and Human ...
STRATEGIC PLAN - ASPE - U.S. Department of Health and Human ...
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CHAPTER 6: Responsible Stewardship <strong>and</strong> Effective ManagementStrengthen the workforce by developing staff skills,improving competencies, <strong>and</strong> retaining talent. HHSwill develop an effective learning <strong>and</strong> developmentstrategy that leverages current capabilities at HHSUniversity <strong>and</strong> also takes advantage <strong>of</strong> trainingopportunities in the operating divisions. Emphasiswill be placed on achieving better results throughmore effective utilization <strong>of</strong> the <strong>Department</strong>’s trainingrelatedfinancial resources. To ensure that resourcesare allocated to produce maximum effectiveness inan optimal timeframe, HHS will support this activitythrough traditional classroom training, online selfstudy,development programs, <strong>and</strong> career counseling.In addition, the HHS Web-based, <strong>Department</strong>wideLearning Management System supports closingcompetency gaps (core <strong>and</strong> technical) in missioncriticaloccupations.Ensure that the HHS workforce reflects the diversity<strong>of</strong> the Nation it serves. A diverse workforce capitalizeson the contributions <strong>of</strong> persons <strong>of</strong> distinct ethnicities,races, cultures, <strong>and</strong> backgrounds. Leveraging thesedifferences enhances the social <strong>and</strong> business workplaceenvironment, helps to eradicate discrimination, <strong>and</strong>increases organizational efficiency <strong>and</strong> productivity.Through personal leadership <strong>and</strong> involvement, all HHSemployees will proactively support <strong>and</strong> promote the<strong>Department</strong>’s Equal Employment Opportunity (EEO)<strong>and</strong> Diversity Management programs to achieve amore diverse workforce <strong>and</strong> promote a workplace free<strong>of</strong> discrimination. Through program accountability,training, outreach, recruitment, <strong>and</strong> use <strong>of</strong> flexiblehiring techniques, HHS will ensure that representation<strong>of</strong> minorities <strong>and</strong> persons with disabilities at HHSreflects the Nation as a whole.HHS has some specific initiatives to recruitunderrepresented populations. HHS, through itspartnership with the U.S. <strong>Department</strong> <strong>of</strong> DefenseComputer/Electronic Accommodations Program <strong>and</strong>the U.S. <strong>Department</strong> <strong>of</strong> Labor Workforce RecruitmentProgram, plans to leverage these resources to increasehiring <strong>of</strong> people with disabilities. In addition, HHSminority outreach initiatives include participationin a number <strong>of</strong> student intern programs, such as theAsian Pacific American Institute for CongressionalStudies, Bilingual/Bicultural Program, Federal CareerIntern Program, HHS Emerging Leaders Program,Hispanic Association <strong>of</strong> Colleges <strong>and</strong> UniversitiesNational Internship Program, International LeadershipFoundation, <strong>and</strong> the Organization <strong>of</strong> Chinese AmericansGovernment Internship Programs. In the area <strong>of</strong>training, HHS has developed the EEO <strong>and</strong> DiversityAcademy, which <strong>of</strong>fers courses designed to instill inhiring managers, as well as all in HHS employees,recognition <strong>of</strong> the intrinsic value a diverse Federalworkforce brings to a <strong>Department</strong> with a diversecustomer base.Ensure the highest level <strong>of</strong> efficiency <strong>and</strong> effectiveness<strong>of</strong> HHS organizations, through regular competitionwith the private sector. In accordance with OMBCircular A-76, XL HHS will continue to ensure thatthe most efficient organization carries out the<strong>Department</strong>’s commercial functions. HHS will utilize acombination <strong>of</strong> st<strong>and</strong>ard studies, streamlined studies,<strong>and</strong> restructuring efforts to implement competitivesourcing. The savings generated from competitivesourcing studies will continue to provide benefits toHHS programs <strong>and</strong> the American taxpayer.Ensure that all HHS employees are accountablefor results. Guided by the <strong>Department</strong>’s <strong>Human</strong>Capital Accountability System Policy, HHS willcontinue to monitor, manage, <strong>and</strong> evaluate itsformal <strong>Department</strong>wide, integrated human capitalaccountability system to ensure mission-aligned humancapital goals are achieved effectively, efficiently, <strong>and</strong>within merit system principles <strong>and</strong> related regulations.All HHS employees will have an approved performanceplan in place within 30 days <strong>of</strong> hire <strong>and</strong> will receive atleast one midyear progress review annually. The SeniorExecutive Service <strong>and</strong> Organizational PerformanceManagement System <strong>and</strong> the Performance ManagementAppraisal Program will connect expectations tomission <strong>and</strong> link performance ratings with measurableoutcomes. Performance plans for all HHS employeesare designed to cascade from the goals <strong>and</strong> objectivesoutlined in the Strategic Plan <strong>and</strong> operating divisionstrategic plans, to ensure that performance expectationsHHS Strategic Plan FY 2007-2012135
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